Time-Off Benefits & Leave Plans (Chapter 5)

Family Leave (Section 514)

The college offers an unpaid family leave of absence and/or a temporary work schedule
adjustment so that you may devote time to your family during a period of crisis (such as a
serious long-term illness or the death of a child, spouse/partner, or parent) or following a
major life event (such as birth or adoption).

Eligibility

If you have been employed at the college for a minimum of 12 consecutive months in a
regular position of half time or more, you are eligible to apply for family leave.
If you hold a limited-term position which exceeds three years, you are entitled to family
leave on the same terms and conditions as employees holding regular positions.

If you have been employed at the college for less than 12 consecutive months, work less
than half time, hold a limited-term position of from one to three years, or hold a temporary
appointment, you are not eligible for family leave under this plan. You may, however,
qualify for unpaid family leave under the terms of the Family Medical Leave Act (FMLA).
In these cases, FMLA will run concurrently with Smith College's Family Leave.

Terms and Conditions

Two options are available under family leave: an unpaid leave of absence or a work
schedule adjustment. The two options may be combined, providing the total does not exceed
12 weeks in any two-year period.

Supervisors and staff considering these options should contact the Office of Human
Resources for more information.

Family Leave of Absence: You may request an unpaid family leave of absence of up to 12
consecutive work weeks. Your position will be held during the time you are gone. If you are
granted a family leave of absence, you are expected to return to active employment at the
end of your leave. Academic-year employees cannot split a family leave of absence between
two academic years. Recess time cannot be rescheduled to extend the 12-week period.

You continue to earn personal time, vacation, and sick leave at your normal rate of pay
while on a family leave of absence. However, vacation does not accrue during any
combination of paid or unpaid leave which exceeds 12 consecutive weeks. You are not
entitled to holiday pay, recess pay, supplemental jury duty pay, or paid bereavement leave
while you are on unpaid family leave.

The college will continue to make its usual contribution to your benefits (except for
retirement contributions). You are responsible for paying your normal share of the costs. If
you do not return to work following a family leave of absence, your college-paid benefits
will cease as of your last day of work.

Work Schedule Adjustment: You may request a work schedule adjustment of up to 12
consecutive work weeks. Options for work schedule adjustments can include a modified
daily schedule, a compressed work week, or a reduction in work hours. In the case of a
reduction in work hours, your salary is prorated but benefits and paid-time accruals continue
to be earned as though you were working your normal schedule.

Application Procedures

You may obtain an Application for Family Leave from the Office of Human Resources and
submit the completed form to your department head. The request for family leave must be
discussed with your supervisor and department head. Issues which must be addressed
include the impact of the proposed leave and/or adjusted schedule on the department's
workload and on co-workers.

If your department head supports your request, s/he will formalize the terms of the leave or
adjusted work schedule and forward the request to the Office of Human Resources.

The Office of Human Resources is responsible for approving family leaves of absence and
adjusted work schedules. If your request is approved, the Office of Human Resources will
confirm the terms and duration of your leave of absence or adjusted work schedule.

Questions regarding family leave should be addressed to your supervisor or department
head, or to the Office of Human Resources.